Human Resources

• Serve as a strategic business partner to various business unit groups
• Provide expert advice on HR-related matters, including employee relations, talent management, workforce planning, and compliance with labor laws and company policies
• Shape and drive strategic HR direction that optimizes people, structure, and culture
• Act as the primary HR contact and strategic advisor for assigned business units
• Maintain a deep understanding of the organization's current needs and future direction
• Influence leadership discussions by providing proactive insight and recommending aligned people strategies
• Gather and analyze data to develop effective plans for resolution
• Advise on complex, ambiguous people-related challenges
• Lead and implement development and succession plans
• Consult on and help shape performance management activities
• Conduct thorough investigations related to employee relations issues
• Mentor and coach less experienced HRBPs

Senior Human Resources Business Partner

• Build strong relationships across the organization and maintain a deep understanding of employee experience and team dynamics
• Help design and continuously improve a structured onboarding program that sets new employees up for success from day one and reflects NSTXL’s culture and values, including role-specific onboarding paths, 30/60/90 frameworks, and structured check-ins.
• Develop and expand the policies, programs, and people practices, including formalized feedback channels and engagement surveys
• Partner with managers on complex people situations like difficult conversations, feedback, and accountability, while building resources and toolkits that grow their confidence and independence over time, within the legal constraints that shape those decisions.
• Design and deliver manager training programs that equip people leaders with the skills they need to lead effectively
• Build and improve performance and development practices that support clear expectations, strong feedback, accountability, and employee growth
• Build out a learning and development strategy and program infrastructure that supports employee growth at every level, including new manager development, career pathing frameworks, and access to learning resources that scale with the organization
• Partner with managers and leaders to strengthen leadership effectiveness and build a culture of continuous learning across the organization
• Serve as the primary point of contact for employee relations matters, including concerns, complaints, and escalations
• Lead workplace investigations from intake through resolution, including documenting findings, recommending corrective action, and ensuring appropriate follow-through in a way that protects both the individual and the organization
• Build and maintain clear employee relations frameworks
• Ensure compliance with federal, state, and local employment laws and evolving HR best practices, staying ahead of changes that affect a growing, multi-state or distributed workforce
• Develop, expand, and maintain a comprehensive set of HR policies and employee handbook materials that reflect NSTXL’s values, operational needs, and legal requirements, and that scale alongside organizational growth
• Build and maintain a compliance training program that ensures all employees and managers meet required training obligations, with scalable resources and infrastructure that grow with the organization.
• Partner with the VP of Human Resources on benefits strategy, including evaluating plan competitiveness, supporting open enrollment, communicating program value to employees, and recommending enhancements that align with NSTXL’s growth and workforce needs
• Build and maintain HR process documentation that allows the team to operate consistently and efficiently, including standard operating procedures, templates, and guides that support day-to-day operations and reduce reliance on institutional knowledge held by individuals
• Help evolve NSTXL’s hiring practices, candidate experience, and talent systems as the organization grows

Senior Human Resources Manager

• Entering new hires in Workday and ADP Lyric.
• Processing or verifying employee lifecycle changes in Workday.
• Managing compensation updates and verifying union assignments.
• Auditing benefits across ADP and multiple vendors.
• Extracting and validating employee elections via Benefits Data Management.
• Pulling and analyzing census reports to reconcile Workday vs ADP data.
• Daily review of HR inbound interface files.
• Ticket review and employee issues management.

HR Data Management Specialist

• Provides a range of analytical, program and/or operational process support within a defined functional area.
• Identifies key operational / reporting / process issues.
• Leads problem resolution for issues that have been escalated.
• Provides thorough analysis and/or specialized reporting or operational/process support.
• May lead small scale initiatives or work stream packages for assigned area.

HR Operations Analyst I – Adjudication

• Provides a broad range of operational process support and/or performs general to specialized transactions and/or other processing activities for own functional area.
• Works within broad and/or non-standard parameters, involving multiple steps, systems, and jurisdictions.
• Requires specialized expertise and performs multiple and/or diverse tasks that are highly complex.
• Handles 1st level escalated issues and provides work guidance and direction or acts as a working team lead and resource to others.
• Accountable for resolving exceptions, non-standard issues / transactions and/or escalating to appropriate level where further clarity or interpretation of more complex policies or rules is required.
• Provides process / policy guidance to others internal partners/clients.
• Focus of work is weekly, monthly and/or longer with addition of ad-hoc and initiative based requests, as required.
• May involve cross-functional teams across TD and/or involving external contacts.

HR Coordinator III – Adjudication Support

• Connect with members who have requested information
• Educate families on life and supplemental benefit options
• Guide clients through the enrollment process
• Maintain compliance and provide ongoing client support

Entry-Level Benefits Specialist

• Partner with the COO in our Rx Operations divisions to design and execute people strategies that align with long-term business objectives
• Consult on team structures, succession planning, and workforce scaling to ensure we have the right talent in the right seats as we grow
• Drive the annual performance cycle, compensation reviews, talent development and other people core process initiatives to identify and nurture our future leaders
• Partner and coach people managers in retail pharmacy and fulfillment for people leadership excellence
• Lead and resolve high-level employee relations matters, conducting thorough investigations and providing coaching to managers to foster a healthy, compliant work environment
• Analyze people metrics (turnover, engagement, headcount) to identify trends and provide proactive solutions to the executive team
• Act as a champion for Fuze Health’s culture, ensuring our values are integrated into the employee lifecycle and driving initiatives that improve employee experience

Human Resources Business Partner

• **Position Summary:**
• - Job Title: Human Resources Specialist
• - Full Time/Part Time/PRN: PRN (as needed, can vary from 0 to 40 hours per week depending on business need)
• - Exempt/Non-Exempt: Non-exempt
• - Temporary/Seasonal/Regular: Temporary
• - Hourly/Salary: Hourly
• - Compensation: $26-32/hour
• - Travel/Location: Remote
• **Mission of Role/Position Summary:**
• The Temporary Human Resources Specialist provides comprehensive HR support across multiple functional areas, including talent acquisition, employee relations, leaves of absence administration, benefits support, onboarding, compliance, and general HR operations. This role serves as a key point of contact for employees and managers, helping to ensure a positive employee experience while maintaining compliance with company policies and employment regulations. The ideal candidate is highly organized, customer-focused, able to manage multiple priorities, and capable of working independently in a fast-paced environment.
• **Tasks, Duties, and Responsibilities:**
• Reasonable accommodation will be made to enable individuals with disabilities to perform the following essential functions:
• **Talent Acquisition & Onboarding**
• - Coordinate full-cycle recruitment activities for assigned positions.
• - Partner with hiring managers to schedule interviews and facilitate candidate selection processes.
• - Manage applicant tracking system activities, including posting jobs, screening candidates, and maintaining candidate records.
• - Conduct pre-employment processes, including background checks, employment verifications, and offer documentation.
• - Facilitate new hire onboarding and orientation programs to ensure a smooth transition into the organization.
• - Maintain recruitment metrics and provide hiring status updates.
• **Employee Relations**
• - Serve as a first point of contact for employee and manager inquiries regarding HR policies, procedures, and workplace concerns.
• - Assist with employee relations matters by gathering information, documenting cases, and partnering with HR leadership on resolutions.
• - Support performance management processes, including coaching conversations, corrective actions, and employee documentation.
• - Promote positive employee engagement and a respectful workplace culture.
• **Leave Administration**
• - Administer and track employee leaves of absence, including FMLA, ADA accommodations, workers' compensation, parental leave, and other company leave programs.
• - Communicate leave requirements, timelines, and documentation needs to employees and managers.
• - Coordinate with third-party leave administrators and benefits vendors as needed.
• - Ensure leave records are maintained accurately and confidentially.
• **Benefits Administration**
• - Respond to employee questions regarding benefit plans, enrollment, eligibility, and life event changes.
• - Process benefits-related transactions and maintain accurate records in HR systems.
• - Support open enrollment activities, employee communications, and benefits education efforts.
• - Coordinate with benefits vendors to resolve employee issues and discrepancies.
• **HR Operations & Compliance**
• - Maintain accurate employee records and HRIS data.
• - Assist with audits, reporting requirements, and record retention activities.
• - Ensure compliance with federal, state, and local employment laws and company policies.
• - Prepare HR reports, metrics, and analyses as requested.
• - Support special HR projects and initiatives.

Human Resources Specialist – Temporary, PRN

• Work with members and families to provide information regarding available union and association benefits
• Meet with clients virtually through Zoom to explain options
• Assist families with coverage enrollment when appropriate

Benefits Specialist

• Drive adoption of enterprise HR transformation initiatives across Zeus's global manufacturing environment.
• Work closely with HR Business Partners and business leaders to ensure change management capability is sustained into overall organizational effectiveness.
• Design and execute change management plans for active enterprise HR initiatives.
• Apply structured methodologies (e.g., ADKAR) to manage change through awareness, desire, knowledge, ability, and reinforcement.
• Identify and map change impacts across functions, sites, and workforce segments.
• Build and maintain change readiness and adoption metrics; track progress and adjust plans based on data.
• Equip managers with practical tools to lead through change.
• Collaborate with HRBPs to coach leaders on change adoption at the local level.
• Report progress and insights to senior HR and business stakeholders.

HR Change Management Lead

• serve as the first point of contact for people-related questions and concerns
• provides business partnership, thought partnership, and coaching to all levels
• leads employee relation investigations
• coaches supervisors and managers on addressing internal employee relations issues
• organizes and maintains compliance policies
• works with managers to identify training needs
• assists with performance management reviews and employee engagement surveys
• interprets and advises on human resources policies and procedures
• integrates and partners with HR centers of excellence

Human Resources Manager

• Develop in some cases, and implement in other cases, HR strategies and action plans that are aligned to and drive achievement of business objectives.
• Drive talents plans aligned with and provide input into the organization’s change management plans, including stakeholder analyses, communications and training plans, risk identification and mitigation plans, transition plans, and measures of success.
• Act as a coach and advisor to business change leads, senior leaders and managers to help them fulfill their change leadership roles and build change agility in the organization.
• Use data and analytics to drive talent discussions and influence the organization.
• Help drive enterprise HR initiatives in the organization and ensure the organization’s talent plans align with enterprise-wide HR strategies and programs, working closely with other HR Partners (Staffing, Benefits, Training, Compensation, Employee Relations) as needed.
• Identify and share strategies and solutions that may be implemented in other business areas to improve organizational effectiveness with business heads and HR colleagues; drive implementation where appropriate.

Director, HR Business Partner – Technology

• Partner with leaders on day-to-day people matters including performance conversations, coaching, feedback, and employee relations issues
• Serve as a trusted resource for employee relations guidance, helping managers work through situations and escalating when needed
• Lead and support workplace investigations, document findings, and recommend next steps
• Support key points in the employee lifecycle including onboarding, internal changes, leaves of absence, and offboarding
• Provide guidance and training to managers and employees on HR policies, processes, and tools
• Manage and track leaves of absence (FMLA, ADA, and state-specific leaves), ensuring compliance and employee support
• Maintain accurate employee data across HR systems and support HR transactions tied to payroll and reporting
• Review exit feedback and identify trends to help improve retention and employee experience
• Monitor and respond to HR inbox inquiries in a timely and thoughtful manner
• Conduct regular audits to ensure compliance with HR policies, processes, and documentation standards
• Support the development and improvement of HR processes, policies, and internal tools
• Assist with internal communications and rollout of HR programs, updates, and initiatives

• Lead consultative discovery: Engage customers in structured conversations that uncover HR pain points, identify root challenges, and surface opportunities to improve their people operations
• Nurture and convert: Actively manage and advance customer relationships with clear accountability for progressing identified HR needs into paid services engagements
• Shape the problem and path forward: Help customers clarify, prioritize, and understand the impact of their HR challenges and opportunities, guiding them toward the most relevant solutions
• Connect customers to the right services: Position and align BambooHR’s HR services, including HR Consulting, Technical Services, and Managed Payroll, to meet customer needs and expand adoption across the BambooHR services portfolio
• Build awareness: Develop and execute targeted approaches to increase visibility and understanding of our services offerings
• Collaborate across teams: Partner with Marketing, Sales, and CX to shape messaging, campaigns, and materials that highlight services value
• Test and iterate: Run and scale experiments to identify what drives engagement and conversion
• Drive engagement quality: Maintain visibility into active opportunities and ensure consistent follow through and progression toward defined outcomes
• Recognize patterns and scale what works: Identify repeatable signals in customer needs and help evolve more effective approaches to engagement and conversion
• Listen and learn: Gather insights from customers and internal teams to continuously improve our go to market approach and service design
• Represent the customer voice: Help shape how BambooHR delivers and evolves HR services based on real feedback and results

HR Services Advisor

• Design and implement people solutions to address enterprise and functional strategies
• Act as a change agent to further enhance organizational growth and development
• Identify opportunities to modernize and standardize current HR processes within the fleets and drive our strategic HRBP model
• Manage specific projects as determined in the annual HR plan and participate in functional and cross-functional initiatives.
• Conduct investigations and make recommendations regarding disciplinary actions and/or employee terminations
• Partner with Employee Relations COE on appropriate ER issues, and inform members of leadership as necessary.
• Generate ideas for and champion employee engagement and employee relations activities to foster positive employee morale and interaction
• Provide a high level of customer service to all client groups and HR visibility to hourly teams
• Facilitate conflict resolution and provide coaching and feedback to employees, supervisors, and managers
• Partner with the recruitment team to facilitate/coordinate hourly and salaried interviews, facilitate the on-boarding process, and conduct new hire orientation
• Partner with the fleet management team to facilitate employee engagement focus groups and develop meaningful action plans for improvement
• Perform other duties as assigned. This role will have a minimum travel requirement of 25%

Senior HR Partner

• Acts as the first point of contact to evaluate the scope of employee inquiries, complaints, and conflicts
• Resolve employee issues by gathering data, providing support in conducting thorough investigations, communicating policy, and consulting with management to make informed decisions regarding all employee relations matters
• Provide guidance to management and employees on conflict resolution and performance management
• Review, recommend and approve all discipline and termination actions and documents to ensure compliance with ACG’s policies, procedures and applicable laws and regulations
• Conducts review to ensure any termination action is not covered by rights protected under company policy, EEO, ADA, FMLA or any other employment regulatory requirement
• Ensure any employee allegations, including allegations made by an employee within the termination process, that an investigation was conducted in compliance with ACG policy, and the matter is closed and documented
• Develop initiatives for assigned business units and prepare and deliver ER reporting and data analytics to Supervisor and Managers
• Collaborate with HR Business Partners on strategic initiatives
• Develop and deliver advanced training sessions to educate leaders on company policies as well as coach and assist managers with performance management and disciplinary issue
• Administers various human resources plans and procedures for employees
• Assists in developing and implementing human resources policies and procedures
• Researches, gathers documentation, and analyzes data to assist management and corporate counsel in investigating, answering and settling legal claims
• Mentor and support other employee relations team members
• May serve as the company representative at employment hearings or be called as a subject matter expert in various judicial proceedings
• Reviews and processes unemployment claims
• Provides support for actions associated with Reduction in Force or other actions impacting job movement across the footprint
• Supports H1B Immigration processes

Employee Relations Partner II

• Manage complex labor relations matters across multiple sites
• Serve as the escalation point for grievance handling beyond local plant-level processes
• Lead arbitration strategy and execution
• Act as a key negotiator in collective bargaining activities
• Partner closely with HR Managers at manufacturing locations, Operations senior leadership, and Legal
• Ensure consistent, compliant, and effective labor relations practices

Human Resources jobs in South Carolina

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Senior Human Resources Business Partner

Senior Human Resources Manager

HR Data Management Specialist

HR Operations Analyst I – Adjudication

HR Coordinator III – Adjudication Support

Entry-Level Benefits Specialist

Human Resources Business Partner

Human Resources Specialist – Temporary, PRN

Benefits Specialist

HR Change Management Lead

Human Resources Manager

Director, HR Business Partner – Technology

Human Resources Business Partner

HR Services Advisor

Senior HR Partner

Employee Relations Partner II

Senior Manager – Labor Relations